Smart work: you no longer live to work
Although it may seem like a thing of the past, for many employees work is still their life. Being in the office all the time, going out late at night and on the way, thinking that it doesn't matter how you feel doing what you have to do, as long as you do what is asked of you.
A culture that for many places is old, but in others is a reality and is highly pernicious for productivity and for the employees themselves: according to the WHO, depression (suffered by 264 million people), has an economic impact of a trillion dollars per year lost in productivity.
And this is influenced by little flexibility, toxic bosses, a bad working environment, among other factors. In fact, the same organization recommends better labor practices to optimize labor productivity and care of this disease in a collaborative manner. But the truth is that already, many companies have disposed of their offices, working in common spaces, or others have campaigns and mechanisms to improve the productivity of their employees. Among them, smart work.
What's that? In its simplest definition, it could be called "telework" or "home office". Distance work. But in reality, beyond that, it is to provide flexibility of time and space to workers. The company saves costs and can, by the way, dispense with everything involved in maintaining physical structures. And this model is more popular in the millennials. According to a study called 'The deloitte millennial survey' published by deloitte.com, 64% of millennials value having the flexibility to work from anywhere. And they can do it with tools like Slack, Basecamp, Asana, among others. Companies like American Express have already adapted the model.
A report presented by Telework showed that those in charge of sales handle more than 26% more calls made and 43% more business compared to those who work from the offices.
"Smart work goes beyond telework in the sense that we are looking for communication and working methods that allow us to perform well and work flexible hours, to generate a culture of trust and communication. That's the most important thing," Sara Torres, talent director at Alegra.com, a company that has employees in 35 cities around the world and is located in 11 countries, explains to Metro. This 100 percent digital company has no physical office and handles accounting, electronic invoicing and administration for small businesses.
"We started three years ago and removed infrastructure gaps to have the best talent, no matter where it comes from. And the benefits are seen in eliminating hiring systems and infrastructure costs. Also increasing productivity, a Stanford University study revealed that those who do this type of work are 13% more productive and 50% happier. We also eliminate travel stress, reduce absenteeism, increase team diversity and also think about the quality of life of our employees," he explains.
"We don't precarize work. We have permanent contracts and because we are looking for the best talent, we want people from all walks of life. In this way, we look for tools to sustain this way of working. Before, everything was focused on the objectives, but it is important to improve the working environment in order to have better productivity and this is also achieved if we trust our employees," says Torres.
With the 4.0 revolution, many jobs performed by humans are expected to be done by machines. But in the most demanding and creative environments, it is expected that work will continue to be made more flexible in order to fill the gaps in decision-making. And smart work is a good option for that and for brands that make their way into the market and industry, where some of them already treat the employee as an asset and not a pawn to achieve a goal.
3 examples of how the way of smart working has been made more flexible:
The office structure is changed. Anyone with a laptop can go to a kinder space to socialize with other people who have this kind of freedom in their work. It can also be done by several companies for more informal meetings. While credit is given to software engineer Brad Neuberg, who was the first to bring this idea to San Francisco in 2005, similar spaces existed in Berlin and New York as early as the 1990s. Neuberg wanted to change the office structure and think of his company as a community. That's why he opened the San Francisco Coworking Space. 14 years later, this way of working has become popular and the most popular company in the world.
There are several companies that have varied programs to improve the quality of life of their employees. Chesapeake Energy has a giant gym with qualified staff, as well as access to personal trainers. In companies like Accenture, they offer assistance programs for stress, substance abuse, depression and they have the Teladoc service, where they can ask a doctor anything at any time. Asana has nap rooms and there are also daily yoga programs.
Friendly initiatives and friendly spaces
This is offered by companies like Google, for example, where apart from various health and wellness services, people can have cooking classes, guitar lessons and their cafeterias have nutritious food. At Microsoft, for their part, they offer zumba, practice various sports and there is a space to be seen as specialists. They also have a mentoring program, communities and groups to generate belonging and familiarity.